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Disciplinary dismissal policy guidance notes

Purpose & Scope The purpose of a disciplinary procedure is to ensure the safe and effective operation of the business and to promote fair treatment of individual employees. The following

Managing requests for religious holidays checklist

1.  Make sure you treat the request for holiday fairly and sympathetically using a consistent approach.   2.  Is it made clear, either in the employment contract or a staff handbook, that taking holiday

European works councils factsheet

LTICE Regulations The Transnational Information and Consultation of Employees Regulations 1999 ("TICE") came into force on 15 January 2000, implementing the European Works Councils Directive. The requirement to have a European Works

Electing employee representatives checklist

1.  Identify the number of employees to be covered by the Information and Consultation agreement. 2.  Determine number of employee representatives required (1 for every 50 employees, with a minimum of 2 and

Tips for advocates

Prepare as thoroughly as possible.Make sure your witnesses are prepared.Dress conservatively.Be polite - to the panel, witnesses and the other side.Address the Employment Judge as Sir or Madam.Do not try to be

Shared Parental Leave Factsheet

Shared Parental Leave (“SPL”) is a type of leave which, in effect, allows eligible parents to share maternity/adoption leave between them.

Dependants leave policy

It is recognised that some employees may need to take time off work at short notice because of family or domestic commitments.

Adoption leave and pay checklist

Check that the employee qualifies for adoption leave. He/She must be the child’s adopter and have notified the agency that they want the child to be placed with them.

Introducing career breaks - sabbatical leave schemes checklist

1.  Is the career break paid or unpaid? If paid, will this be at normal pay or at a reduced rate, for all or part of the absence?   2.  If unpaid, will the

Capability policy guidance

Legal Framework Capability or poor performance is a potentially fair reason for dismissal. However, it is important that the company follows a fair procedure in reaching, and taking, the decision to